Learning Conferences and Training Course

Achieve the 3 Phases of Behavior Change

How the 7 Principles of Reinforcement Increases Impact

We've outlined tips on how to build reinforcement objectives, measure knowledge retention, follow the 7 Principles of Reinforcement, close the reinforcement gaps, and achieve the 3 phases of behavior change.  

1. Close the 5 Reinforcement Gaps

Knowledge gap: Knowing the training goal

Skills gap: Knowing how to apply

Motivation gap: Level of motivation

Environment gap: Does your environment support learning?

Communication gap: Is there enough guidance?

2. Master the 3 Phases for Results

To see lasting results your learners should go through the three phases of behavior change:

Awareness - The learner needs to understand WHY behavior change is needed.

Knowledge & Skills - The learner needs to understand HOW to change their behavior.

Behavior Change - The learner needs to apply the new skills to create lasting impacts.

3. Provide a Perfect Push and Pull

Reinforcement is more than RE-training. a perfect balance between "push and pull" communication is essential for success.

Offering short web-based and mobile training communication methods keep learners engaged with minimal impact on daily responsibilities. This, coupled with physical interactions, will ensure your learners keep on track and exhibit lasting behavior change.

4. Create Friction and Direction

Avoid boring tasks to increase the effectiveness of a reinforcement program.

Here are a few tips on how to do this effectively: 

- Don’t just tell participants to learn, show them how to apply!

- Provide written scenarios and opportunities for self-reflection

- Encourage social friction

- Provide a variety of content forms

5. Follow the Perfect Reinforcement Flow

Keep a consistent balance between challenge and satisfaction to encourage engagement, retention, and adoption.

6. Create Measurable Behavior Change

Set reinforcement objectives early on to determine the metrics you measure for behavior change.

Reinforcement objectives are different from training objectives. To determine reinforcement objectives, determine what impacts on the organization you want to see. Also, create Actionable Intelligence to help make decisions on structuring future training programs. 

Remember, reinforcement is not an assessment. It is a comprehensive solution for driving behavior change after a training program. This is done through a variety of questions, scenarios and surveys that contextualize training content. 

7. Place the Learner Central

When developing a training program or course, make sure you put the learners first.

Take into consideration different learning styles and skill sets to maximize engagement and drive actionable results for long-term behavior change.

Want to learn more about the key principles behind training reinforcement? Download Part 1 of the Mindmarker Total Concept: From the Olympics to the 7 Principles of Reinforcement.

New Call-to-action Download eBook

« Back to Blog Home

Subscribe to Blog:

About Mindmarker Mindmarker addresses a common problem: learners return from a training or eLearning course and quickly forget the information they just learned and revert back to old habits. For training to have the most impact, it has to be reinforced. Read more about us »
Resource Library Visit Resource Library

Popular Posts: